Anyone get telework approved at SEC?

[Anonymous]

The SEC IS special — one of the few agencies that still persists in doing the 5 bullets. Even DoD isn’t doing it anymore.

[Anonymous]

Any word on whether SEC will be implementing full time RTO without ad hoc capabilities? There was that rumor, but then no announcements on Friday.

[Anonymous]

Anonymous wrote:Any word on whether SEC will be implementing full time RTO without ad hoc capabilities? There was that rumor, but then no announcements on Friday.

I mean aren't we full time RTO now? What would change? As for ad hoc - some groups have it but many divisions for all practical purposes do not bc their timekeepers say no. That's why most people are burning 7 hours of leave bc they have a 1 hr doctors appt or meeting at their kid's school or whatever. If they get rid of ad hoc altogether - fantastic, hope for a snowy winter.

[Anonymous]

I believe management could still have ad hoc but only for weather-related purposes (e.g., snow day) and emergencies. Otherwise, they could restrict all other telework/ad hoc. Some office at SEC are liberal and allow ad hoc for most reasons now. That can be frustrating if you're stuck in an office that is strict about ad hoc. Some people get to telework 2-3 days a week with the right manager.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Any word on whether SEC will be implementing full time RTO without ad hoc capabilities? There was that rumor, but then no announcements on Friday.

I mean aren't we full time RTO now? What would change? As for ad hoc - some groups have it but many divisions for all practical purposes do not bc their timekeepers say no. That's why most people are burning 7 hours of leave bc they have a 1 hr doctors appt or meeting at their kid's school or whatever. If they get rid of ad hoc altogether - fantastic, hope for a snowy winter.

Assume a manager allows his staff to telework twice per PP (different days). Tell me a realistic story of how that would result in any repercussions…

Who tattle tells on the manager? Who tells the manager to stop? What if the manager persists anyway?

Does this story end with RV firing PA and sending markets into a tailspin? The manager is fired or placed on a PIP? Play it out for me…

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Any word on whether SEC will be implementing full time RTO without ad hoc capabilities? There was that rumor, but then no announcements on Friday.

I mean aren't we full time RTO now? What would change? As for ad hoc - some groups have it but many divisions for all practical purposes do not bc their timekeepers say no. That's why most people are burning 7 hours of leave bc they have a 1 hr doctors appt or meeting at their kid's school or whatever. If they get rid of ad hoc altogether - fantastic, hope for a snowy winter.

Assume a manager allows his staff to telework twice per PP (different days). Tell me a realistic story of how that would result in any repercussions…

Who tattle tells on the manager? Who tells the manager to stop? What if the manager persists anyway?

Does this story end with RV firing PA and sending markets into a tailspin? The manager is fired or placed on a PIP? Play it out for me…

People talk. Soon employees in other offices find out and complain that it isn’t fair. Then the manager could be threatened to lose their job.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Any word on whether SEC will be implementing full time RTO without ad hoc capabilities? There was that rumor, but then no announcements on Friday.

I mean aren't we full time RTO now? What would change? As for ad hoc - some groups have it but many divisions for all practical purposes do not bc their timekeepers say no. That's why most people are burning 7 hours of leave bc they have a 1 hr doctors appt or meeting at their kid's school or whatever. If they get rid of ad hoc altogether - fantastic, hope for a snowy winter.

Assume a manager allows his staff to telework twice per PP (different days). Tell me a realistic story of how that would result in any repercussions…

Who tattle tells on the manager? Who tells the manager to stop? What if the manager persists anyway?

Does this story end with RV firing PA and sending markets into a tailspin? The manager is fired or placed on a PIP? Play it out for me…

People talk. Soon employees in other offices find out and complain that it isn’t fair. Then the manager could be threatened to lose their job.

Yeah, the problem with this story is that the current “policy” is so vague analogous that the manager isn’t doing anything wrong.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Any word on whether SEC will be implementing full time RTO without ad hoc capabilities? There was that rumor, but then no announcements on Friday.

I mean aren't we full time RTO now? What would change? As for ad hoc - some groups have it but many divisions for all practical purposes do not bc their timekeepers say no. That's why most people are burning 7 hours of leave bc they have a 1 hr doctors appt or meeting at their kid's school or whatever. If they get rid of ad hoc altogether - fantastic, hope for a snowy winter.

Assume a manager allows his staff to telework twice per PP (different days). Tell me a realistic story of how that would result in any repercussions…

Who tattle tells on the manager? Who tells the manager to stop? What if the manager persists anyway?

Does this story end with RV firing PA and sending markets into a tailspin? The manager is fired or placed on a PIP? Play it out for me…

People talk. Soon employees in other offices find out and complain that it isn’t fair. Then the manager could be threatened to lose their job.

I think most conscientious managers are worried about their direct reports in this scenario too. Sort of as if … there should be reasonable, objective rules that apply to everyone so we wouldn’t have to be operating in such an arbitrary and fear based environment.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Any word on whether SEC will be implementing full time RTO without ad hoc capabilities? There was that rumor, but then no announcements on Friday.

I mean aren't we full time RTO now? What would change? As for ad hoc - some groups have it but many divisions for all practical purposes do not bc their timekeepers say no. That's why most people are burning 7 hours of leave bc they have a 1 hr doctors appt or meeting at their kid's school or whatever. If they get rid of ad hoc altogether - fantastic, hope for a snowy winter.

Assume a manager allows his staff to telework twice per PP (different days). Tell me a realistic story of how that would result in any repercussions…

Who tattle tells on the manager? Who tells the manager to stop? What if the manager persists anyway?

Does this story end with RV firing PA and sending markets into a tailspin? The manager is fired or placed on a PIP? Play it out for me…

People talk. Soon employees in other offices find out and complain that it isn’t fair. Then the manager could be threatened to lose their job.

Yeah, the problem with this story is that the current “policy” is so vague analogous that the manager isn’t doing anything wrong.

If a managers appears to be giving recurring telework then yes, they are doing something wrong.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Any word on whether SEC will be implementing full time RTO without ad hoc capabilities? There was that rumor, but then no announcements on Friday.

I mean aren't we full time RTO now? What would change? As for ad hoc - some groups have it but many divisions for all practical purposes do not bc their timekeepers say no. That's why most people are burning 7 hours of leave bc they have a 1 hr doctors appt or meeting at their kid's school or whatever. If they get rid of ad hoc altogether - fantastic, hope for a snowy winter.

Assume a manager allows his staff to telework twice per PP (different days). Tell me a realistic story of how that would result in any repercussions…

Who tattle tells on the manager? Who tells the manager to stop? What if the manager persists anyway?

Does this story end with RV firing PA and sending markets into a tailspin? The manager is fired or placed on a PIP? Play it out for me…

At least for us in CF they have put out concrete guidance. Must have a situation that prevents the employee from coming to work (dr. aapointment) and a critical business need to work that day (i.e. an urgent deadline). Most people are not able to meet the critical need prong and are not allowed to TW.

For us, the SK-17 would overrule the SK-15 if they were to allow an employee to TW.

[Anonymous]

Its interesting that CF, which had the most liberal TW policy in which people were trusted to work remotely for decades, is the only division that has implemented a clear rule that outlines the high bar for telework. Meanwhile other people get weeks off for child care issues (yes, true story!) Glad I'm no longer in CF.

[Anonymous]

Anonymous wrote:Its interesting that CF, which had the most liberal TW policy in which people were trusted to work remotely for decades, is the only division that has implemented a clear rule that outlines the high bar for telework. Meanwhile other people get weeks off for child care issues (yes, true story!) Glad I'm no longer in CF.

I agree it is odd that we went from having the most liberal to the most restrictive TW policy. You're sort of right on EST for childcare. While no one in CF was able to get it for childcare some people in other divisions were able to get it if their SOs were willing to advocate for it. Unfortunately in CF the SOs were not willing to fight for anyone to get it.

[Anonymous]

What’s the policy in the front office? And OGC? And OIG? And HR? I think you’re pretty safe if you follow their policies.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Its interesting that CF, which had the most liberal TW policy in which people were trusted to work remotely for decades, is the only division that has implemented a clear rule that outlines the high bar for telework. Meanwhile other people get weeks off for child care issues (yes, true story!) Glad I'm no longer in CF.

I agree it is odd that we went from having the most liberal to the most restrictive TW policy. You're sort of right on EST for childcare. While no one in CF was able to get it for childcare some people in other divisions were able to get it if their SOs were willing to advocate for it. Unfortunately in CF the SOs were not willing to fight for anyone to get it.

Lost a lot of respect for our acting CF director.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Its interesting that CF, which had the most liberal TW policy in which people were trusted to work remotely for decades, is the only division that has implemented a clear rule that outlines the high bar for telework. Meanwhile other people get weeks off for child care issues (yes, true story!) Glad I'm no longer in CF.

I agree it is odd that we went from having the most liberal to the most restrictive TW policy. You're sort of right on EST for childcare. While no one in CF was able to get it for childcare some people in other divisions were able to get it if their SOs were willing to advocate for it. Unfortunately in CF the SOs were not willing to fight for anyone to get it.

Lost a lot of respect for our acting CF director.

Why? Bc she’s enforcing the FO’s policies? Take it up with the FO. It’s not her fault or problem.

The FO VOLUNTARILY cancelled all TW — nobody made them do it. The EO certainly didn’t.